he employment standards act and the British Columbia Human Rights Code tiles and Carpet - Our Sample Paper

he employment standards act and the British Columbia Human Rights Code tiles and Carpet - Our Sample Paper The employment standards act and the British Columbia Human Rights Code: tiles and Carpet Our Sample Paper Part A The building and construction industry is rising fast in the 21st century. The society continues demanding for secure, affordable, convenient, and ideal space when seeking mortgage services. Setting up a new business in British Columbia is an experience of a lifetime, but my greatest concern is the welfare of employees. The business incorporates setting up a company, which sells tiles and carpets for housing units targeting about 200 employees across British Columbia. The company will have six major departments under, which several employees will work. People need quality housing facilities, but workers of such outlets deserve respectful treatment, non-discriminatory work environment and an organization, which respects collective bargaining agreements. The welfare of employees is an all-round affair and the living conditions of employees and healthcare are crucial for increasing productivity. The company uses the principles of the British Columbian human rights code alongside the emp loyment Act. The five major units encompass the chief executive officer, the managing director, the human resource manager, public relations manager, financial controller, and the sales departments. The following illustration explains the divisions involved within the newly established branch in BC. The following arrangement displays the flow of information between the members of the managing team and the workers. The double arrows indicate that both members of the divide have equal communication opportunities during conflicts, team building, liaison, marketing, and general work operations. The pragmatic communication style is responsive in order to handle collective bargaining agreements involving discrimination against employment, wages, race, age, and other sensitive aspects of humanity. Part B The Employment Standards Act focuses on particular issues concerning workers and the ability to make such individuals comfortable within the work environment. The employment standards act ensures that employees feel comfortable concerning wages, living conditions, working hours, health, and safety. The information contained in the document is not only relevant to me, but to the entire members of staff. Even though the employment standards act does not correlate with the Ontario labor laws, the document follows the procedures of the British Columbia Human Rights Code. In Canada, the British Columbia Human Rights Code ensures that employees have equal treatment irrespective of ethnic, demographic, or geographic backgrounds. People deserve equivalent opportunities without prejudice during recruitment and when working in a public or private property. Race, gender, disability, ethnicity, age, and religion are areas that require a responsive approach. The establishment of the company in Ca nada will require strict adherence to the provisions of the British Columbia Human Rights Code and the employment standards Act. The legislation is important for this company because the people in the sales unit require safety material when handling the tiles and carpets because some materials are corrosive. Employees equally deserve protection from senior authorities who might be discriminatory when handling different workers. The Legislation According to the Employment Standards Act, the new company will ascertain employment for all people who qualify for various positions without prejudice. Additionally, payment of employees and a decent wage are crucial matters, which the CBA agreement will adhere to during the drafting process. According to the legislation, working hours need to be 8 hours per week. If the company wishes to extend the working hours, then cash compensation is requisite. It is imperative to recognize that employees deserve time to eat, for vacations, and leaves. Leaves are many including maternal and paternal leave outs, family or individual emergencies, and public holiday resting periods. Compensation plans are an element of the legislation, which the company shall duly follow. Benefits, bonuses, and quality living conditions often increase an employee’s morale for work. Employees need to know when termination from work is underway in order to prepare early for any prospects of the employee. In the c ompany where people deal in tiles and carpets, health insurance is paramount because of the employees’ susceptibility to toxins. Additionally, workers need respectful treatment when security matters arise. Such incidents include tests with lie detectors and ransacking. The human rights code encourages workers in British Columbia to know individual benefits and obligations. The code refutes all discriminatory endeavors, which prevent other people from getting equal employment in the competitive job market. Requirements of the Society The society is particular about the provisions of a new company in Canada. The society expects that the tiles and Carpet Company will promote a culture of equity in resource allotment and equality. Gender equality is necessary for recruitment because both genders can provide equal workforce for the new company. Individuals must be able to receive fair representation and popular participation when discussing political, social, economic, legal, and technological elements of the code. In British Columbia, fair representation is paramount because an organization needs to appreciate the views of the environment in developing the entire community. Discrimination should not be prevalent in the 21st century, and people need to embrace diversity. The society expects that a new company should be able to create an environment in which employers and employees develop mutually beneficial relationships. The idea behind such an approach is that non-discriminatory treatment of employees ascertains r espectful treatment of clients who are the members of the community. For instance, when the employees receive decent wages, get proper living environments, and receive paid vacations, the employees will be happy when working. Such employees will treat the clients with respect and no strikes might take place because of breached contracts of the International Labor Acts and collective bargaining agreements. Further, the society expects the new organizations to abolish unrelenting patterns of disparity initially experienced with similar service providers or other companies. Legislations Influence on the Business The ability of the tiles and Carpet Company to abide by the code’s provisions elicits both negative and positive reactions. The company stands to benefit from a positive reputation from the public. For instance, the fair and non-discriminatory treatment of workers will increase the number of people seeking jobs in the company. Such an action will definitely attract positive media coverage and consumer interest. On the other hand, a company that discriminates employees because of racial or religious differences often attracts a negative impression from the consumers. A positive feedback from the employees and consumers results from a satisfaction level and meeting of consumer threshold, which translates into increased sales. Open channels of communication for addressing discrimination will equally help the organization understand areas of the company that require fostering of non-discriminatory measures. On the other hand, implementation of the BC human rights code might be expensiv e for the newly established company. The code exposes the company to judicial and public scrutiny, which increases expenses of setting up centers of integrity, offering bonuses to workers, and giving handouts for vacations. Many British Columbian residents will take interest in the company when the company adheres to the provisions of the human rights code. A good reputation is crucial for dealing with competition and remaining relevant in British Columbia for the long-term. The Consequences of Breaking the Law The law provides opportunities for employees to partake in collective bargaining agreements, which makes industrial courts powerful. An arbitrary body exists to handle the complaints of the employees and o listen to the pleas of the employer. The law is clear concerning discrimination and respect to inalienable basic human rights. Breech of the code results in judicial intervention, and the possibility of facing dire consequences from the industrial courts. The greatest area of concern for most industrial courts is discrimination against age, religion, gender, or disability. The penalties involved include payment of fines to the afflicted or even ending the contract between the tiles and carpet firm with the British Columbia management unit. All processes must be able to follow the rule of law because government interference may amount to poor political relations with the Canadian government. A principal area of focus is the community response and media coverage of the company. The m oment the “Tiles and Carpet Company” reports cases of race, opinionated, religious, disability, and marital discrimination, Canadian residents will resist seeking employment from the firm. Organizations that that face industrial action from workers often experience losses and a negative perception from the community. The company in question needs to expand beyond Ontario and Canada through franchising and dealing with a poor reputation will ruin the exercise. According to the human rights watch, the appropriate age for employment is 19 and failure to meet such standards enables an industrial court to suit a firm for child labor. The age factor puts most Chinese companies in the limelight, and the same might equally interfere with normal operations in Canadian companies. Personal Opinion Concerning a Change or Elimination of the Legislation The legislation keeps checks and balances between the company and the employees; hence, repealing its provisions will interfere with the wellbeing of employees. The human rights code needs to consider some of the basic features such as health and living conditions instead of focusing on racial and religious discrimination per se. according to section 11 of the code, companies need to advertise open positions through accessible media. Mainstream media are the most accessible to many people including social media. Section 12 discusses the wages of employees, which at least covers the living conditions of workers and redresses discrimination. In so doing, the code must be able to take an all round approach instead of coercing companies to use the employment standards act. Most companies do not implement the legislation during recruitment because of the numerous provisos it offers. Employers have weakness of reading extremely long documents and in order to deal with such incidents, a com pany must provide a summary of the legislation through an affirmative action. In such a case, the “tiles and carpet company” will have a single document, which summarizes the employment standards act and the British Columbia Human Rights Code. Finally, the Collective bargaining agreement of workers needs to have a legitimate and reasonable provision, which accommodates all members and reduces employer interference.